ALDI's HRM: Recruitment, Selection, and Employee Relations

Desklib offers solved assignments and past papers to help students succeed.

Contents
Introduction.................................................................................................................... 2
Lo1.............................................................................................................................. 3
P1 explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization................................................................................................................ 3
P2 explain the strengths and weaknesses of different approaches to recruitment and selection...........4
M1assess how the functions of HRM can provide talent and skills appropriate to fulfill business
objectives................................................................................................................... 6
M2 evaluate the strengths and weaknesses of different approaches to recruitment and selection.........7
D1critically evaluate the strengths and weaknesses of different approaches to recruitment and selection,
supported by specific examples......................................................................................... 9
Lo2 evaluate the effectiveness of the key elements of human resource management in an organization. 10
P3 explain the benefits of different HRM practices within an organization for both the employer and
employee.................................................................................................................. 10
P4 evaluate the effectiveness of different HRM practices in terms of raising organizational profit and
productivity............................................................................................................... 10
M3 explores the different methods used in HRM practices, providing specific examples to support
evaluation within an organizational context........................................................................11
Lo3 analyze internal and external factors that affect human resource management decision-making,
including employment legislation....................................................................................... 12
P5 analyze the importance of employee relations with respect to influencing HRM decision-making.12
P6 identify the key elements of employment legislation and the impact it has upon HRM decision-
making..................................................................................................................... 12
M4 evaluate the key aspects of employee relations management and employment legislation that affect
HRM decision-making in an organizational context.............................................................13
Lo4 apply human resource management practices in a work-related context..................................14
P7 illustrate the application of HRM practices in a work-related context, using specific examples.. . .14
M5 provides a rationale for the application of specific HRM practices in a work-related context......14
Conclusion................................................................................................................ 16

Introduction
Leadership is one of the great strategies to move forward to any organization. It is one of the best
strategies to manage the employee. Such leadership assistance helps for the enhancement of
employee knowledge and about their working.
The success of any organization depends on the performance of the employee and also by the
help of training the skills of the employee can be enhanced. The new hiring process will be done
by the human resource department to provide an appropriate candidate for related designation.

Lo1
P1 explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization
The role of human resource management ( HRM) of ALDI organization is crucially important
in managing the workforce inefficient manner. The HRM set some strategy in managing
workforces in several ways to maintain the working functionality of an organization. The main
purpose of human resources management in the leading grocery retailer ALDI is to manage the
employee's inefficient manner (ekwoaba, et al., 2015). The HRM of ALDI organization is
responsible to hire new employees for the organization to maintain productivity.
There are two main functions of the human resource management of an organization.
Managerial functions –
The managerial functions of HRM include the
Planning – it defines the planning of current and future requirement of workforces in the
organization.
Organizing – this is the major attribute of managerial functions to organize task according to the
ability of the employees.
Directing - the HRM has to direct the employees about the duties assigned to them for increasing
their maximum contribution toward the aim of the organization.
Controlling- after planning, directing and organizing, the employees are evaluated on basis of
performances to achieve the goal, if the performance is meet the goal and objectives than the
control action is taken on it (Collings, et al., 2018).
Operative function
The operative function of human resources management (HRM) includes the –
Recruitment and hiring– requiring new skilled and talented employees who are helpful in
increasing the productivity of the organization.

Design and job analysis - it describes the design of the specific job about essential
requirement like education qualification, experiences, and skills (bagheri, 2016).
Assessment of performance – the HRM of an organization has to focus on the performance of
the employees.
Development and training - the HRM also ensure training for the employees for the
development of their skills.
Administration of salary – the HRM also includes the management of salary, incentives,
benefits, and bonuses.
P2 explain the strengths and weaknesses of different approaches to recruitment and
selection
The selection and requirement process helps in bringing new talented and skilled employees. The
human resource management of the ALDI organization uses two types of approaches for
requiring new skilled employees in the organization as per the requirement (ekwoaba, et al.,
2015). The two approaches to the requirement are internal approaches and external approaches.
The internal approaches to requirement and selection –
As the human resource management of an organization uses the internal approach of the
requirement by promoting or transfer of existing employees to higher post or another post. The
internal requirement approaches also include the recruiting of previous employees, earlier
applicant, and referrals from existing employees.
Strength –
strength of internal approaches of requirement is that the employees are already familiar with
the organization. The promotion also inspires and motivates other employees to contribute their
best in their assigned duty. This process is also cost-effective, easy and quick to hire new
employees (Collings, et al., 2018).
Weakness –

The weakness of this type of approaches is it does not allow new skilled employees in the
organization. The promotion and transfer of existing employees also affect the current position of
the organization.
External approaches for requirement and selection -
This type of requirement process selects or hires fresh or new employees from the external
environment. The process requires new employees by publishing a vacancy advertisement to
attract new employees, recurring through campus placement, offering employment agencies and
advertisement method of word of mouth.
Strength – it provides a large scope of choosing right and skilled employees. It also improves the
organization brand through advertising.
Weakness – this process is lengthy and takes much time to hire new employees. The process is
also highly costly due to the advertisement and providing training to new employees. The new
employees are not familiar with the organization which also affects the organization
performances. Hiring new employees also affects the promotion of existing employees which
may be caused in demotivation for them (morschett, et al., 2015).

M1assess how the functions of HRM can provide talent and skills appropriate to fulfill
business objectives
The human resources management of an organization helps the organization to achieve its goals
more effectively by providing skilled employees according to the requirement of the task. The
various functions of the management of human resources include the hiring of skilled and
talented employees by evaluating their performances on various parameters (treven, 2017). The
HRM can recruit new employees on the basis of the internal approach or the external approach.
The HRM has to make planning structure for the recruitment process and strategy for the
development of employee’s skill. The training and development function is also processed by the
HRM department of an organization to train new employees according to their work profile and
help them to understand the rules and regulations of the organization. The HRM has to also
develop a motivation plan by introducing incentives and rewards by evaluating the performance
of the workers. The HRM set some objectives to improve the performance of the organization
like the development climate of the organization by encouraging new and existing employees to
give their best to improve work productivity. The HRM is also responsible for developing a
healthy and safe working environment at the workplaces and standard performance and
productivity improvement is also maintained by HRM by designing effective job schedules.
Recruitment of human capital in the right number according to the requirement to the
organization is one of the main functions of HRM of an organization. The above-mentioned
points help the organization to achieve the aims and objectives of increasing productivity in an
effective method (newman et al., 2016).

M2 evaluate the strengths and weaknesses of different approaches to recruitment and
selection.
The recruitment of skilled employees is critically essential to maintain the effective performance
of a business operation. The two types of requirement processes i.e. Internal approaches and
external approaches are used by the human resource management for the requirement of new
skilled and suitable employees to improve the work efficiency of the organization. There are
some strengths and weaknesses of both of the approaches which affect the performance of the
organization in positive as well as the negative way (morschett, et al., 2015). The strength and
weakness of the internal and external approaches are given below.
Process of recruitment based on an internal approach
internal recruitment process
Internal recruitment process- according to this process, employees are promoted or transfer from
the organization itself to fill the vacant post.
Strengths Weakness
The employees are familiar to the organization
which helps them to adjust easily on their new
posts.
The promotion of existing employees affects
the current position.
It will provide motivation to the employees
which increase their workability performances.
No chances of new talent, the organization
have to manage existing employees.
These types of process are quick, simple and
are very cost-effective.
Sometimes it brings partiality objection by
other employees.
process of recruitment based on an external approach
External recruitment process

External recruitment process- according to this process the employees are recruited from the
external process including from different organization or the employment agencies.
Strength Weakness
There is the availability of a large scope of
choosing suitable and skilled employees.
The employees are new to the organization
which takes times to adjust with the existing
employees.
It helps in promoting the organization brand
while advertising.
This process took a very long time, and also
expensive due to advertising.
It brings some new talent and skilled
employees to the organization through the
external recruitment process.
This requirement process effects on the
existing employee's promotion which may
demotivate them.

D1critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples.
The weaknesses and strengths of a recruitment method are also affected by some internal and
external factors. The organization used both the method of recruiting new suitable and skilled
employees. There are some strengths and weakness of both of the methods which affect the
performance of an organization in several ways.
According to the Mahmood, (2015) the external approaches give possibilities of attracting new
talented and skilled employees to the organization whereas the existing employees are promoted
or transferred in the internal approaches of requirement which may limit the entry of the new
talent in the organization. The external approach is long time process as it needs to develop of
recruitment plan by the human resources management of an organization describing the job
roles, essential recruitment in candidates like minimum experience and qualification required,
skills required. Then candidates are shortlisted for further process thereafter the shortlisted
candidates are evaluated on various factors to determine their required potential and skills for the
required post. This process consumes lots of time and requires a lot of costs whereas in the
internal recruitment process the existing employees are transferred or promoted which does not
require long process and therefore it is very cheap as compared to another process.
According to ogunyomi&bruning, (2016) in the internal recruitment process, the promotion of
existing employees may increase the objections of partiality from other employees whereas
recruiting the staff and employees outside the organization may be a reason of de-motivation for
the current employees of the organization. The recruitment from the external environment
provides the possibility of new talent and skilled employees.
The above study focuses on both the merits and demerits of the recruitment process. The HRM
of the organization has to select the appropriate method to the recruitment of new employees
without affecting the performance of employees as well as the organization.

Lo2 evaluate the effectiveness of the key elements of human resource management in an
organization
P3 explain the benefits of different HRM practices within an organization for both the
employer and employee
Human resource management carries various types of practices to manage the people of any
organization which is done by hr workers and human resource manager. There are a lot of
operations which are performed by the human resource manager such as new hiring, firing,
management of performance, parole, training, administration handle for employee
benefits(Hoque et. al., 2013).
Behavior promotion in positive style: to be a successful organization the HRM have to make a
positive environment at the workplace to make the environment favorable for the employee. The
happy employee of ALDI provides higher productivity. In short of operations of HRM rewards
the employee according to the employee's behavior.
Training for the employee: the training arrangement for the newly appointed employee is also
part of her manager. It helps to develop enough potential in the employee or new joiner skillful.
Developing employee: HRM encourages their employee to perform their work in a better way.
Also, HRM helps to improve the skills of the employee to beat the other combative company.
Such type of tasks provides a positive impact over the entire ALDI.
Motivating employees: the HRM managers have enough potential to improve and enhance the
performance of the employee. Also to be a successful HRM manager, he has to appreciate their
employee for their work.
P4 evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity
there are various HRM practices to raise the profit of the ALDI company. Also, it provides
better productivity to generate better revenue for the company. Planning is the core functionality
to enhance profitability. So there is various work which is done by the HRM for better
profitably:

Predict about the future: it helps to forecast the need of their workers, it helps to improve the
efficiency of the employee. Also, it helps to manage a large number of people.
Decreeing the risk factors: any such kind of organization (ALDI) will not tolerate the
uncertainty, but while dealing with risk factors.
Utilizing human power: while hiring of new employee it the duty of the higher authority to hire
only the appropriate person with better skills. The hired each employee to have separate skills by
which their performance can be utilized.
Recruitment: while making such planning its necessary to make a separate account where the
employee's information can be stored in a better way. The hiring of new people is done with the
help of their talent aspects to be an asset of that company.
M3 explores the different methods used in HRM practices, providing specific examples to
support evaluation within an organizational context.
the HRM works over the employee response who are working in the same company. There is
always a human resource department is made by the organization to run its policies and rules. It
is also connected with her manager and line manager. The hr professional guide the employee to
work with efficiency and if he wants the training for new work. The hr manager has as enough
potential to be a decision in every ALDI. In ALDI the hr marketing manager will hire some
people to fulfill their needs according to the requirement of the of ALDI(Hoque et. al., 2013).

Lo3 analyze internal and external factors that affect human resource management
decision-making, including employment legislation
P5 analyze the importance of employee relations with respect to influencing HRM decision-
making
Employee relations: this is the only way to build the relations employee and company and also
it helps to make better communication between the management and the employee. Better
relationship between the company and the employee builds a healthy environment at the
workplace. Also, the appreciation of the employee provides them better productivity (Newman,
miao, hofman and zhu, 2016). In ALDI there are various ways to improve the productivity of the
company:
Improved communication: while working in any organization every employee has followed a
proper hierarchy to manage all the employee at every stage. By such, they can feel their
importance in the organization.
Carrier development: to generate better revenue by the help of co-operation of the employee,
therefore on the revert of that the company certainly help the employee for their carrier
development.
Sharing of vision: to make the employee happy and feel special, the company provide 100
percent to share their idea with the company for their future growth.
Strategy making for better relationship and engagement between the employee and organization,
it can be done by the help of a survey to check the employee engagement towards the company.
A better hr manager selection also helps to make a better relationship between them.
P6 identify the key elements of employment legislation and the impact it has upon HRM
decision-making
Purpose of employment law: nowadays the industrialization spread so widely at world level,
therefore this is a very term which brings the changes in the entire nation.